Diss.--Psychologie--Universität Koblenz-Landau, Abteilung Landau, 2002. / Bibliogr. p. XV-XXXVIII.

Th.--Litt. angl.--Aix-Marseille 1, 1986.

Diss.--Zürich Universität, 2001. / Bibliogr. p. 223-254.

Diss.--Dogmatik--Würzburg--Julius-Maximilians Universität, 2000. / Bibliogr. p. 405-426. Index.

Tesis doctoral--Academia Alfonsiana, Instituto superior de teología moral--Pontificia universidad Lateranense. / Bibliogr. p. 441-453.

Thèse de doctorat : Sciences économiques : Lyon 2 : 2000. / Thèse non corrigée. Titre provenant de l'écran-titre. Bibliogr.

Version remaniée de: Diss.--Fachbereich Geschichte-Philosophie-Theologie--Universität-Gesamthochschule-Wuppertal, 1987.

Texte remanié de: Diss.--Bern--Universität, 1992. / Bibliogr. p. [183]-203. Index.

Donner du sens à sa vie, c'est donner une orientation, une direction qui permet de trouver un équilibre entre sa vie professionnelle, sa vie privée et sa santé psychologique. De ce fait, la présente recherche porte sur la santé psychologique et l'équilibre personnel des professionnels de l’aide au Gabon. Son objectif est de montrer l'influence des domaines de vie (travail et hors travail) et des inducteurs professionnels (demandes et autonomie), psychosociaux (soutien professionnel, organisationnel et extraprofessionnel) et individuels (engagement et résilience) sur le bien-être psychologique et les différentes dimensions de l'épuisement professionnel. Ce travail prend appui sur trois approches théoriques à savoir : le modèle « exigences-contrôle » (Karasek, 1979), le modèle de la « conservation des ressources » (Hobfoll, 1989) et celui des « exigences-ressources » (Bakker, Demerouti, De Boer, & Schaufeli, 2003). Les résultats de cette thèse font ressortir différents liens. Les demandes psychologiques et les deux formes de conflit influencent significativement la santé psychologique. Pour faire face à ces exigences les salariés en cas de gain de ressources s'adaptent aux différents rôles. Ces ressources font référence, au soutien social (professionnel, organisationnel et extraprofessionnel), à l'autonomie et la résilience. Par ailleurs, l'engagement au travail est une valeur qui permet au travailleur de pouvoir concilier ses domaines de vie et en réduisant les effets néfaste du burnout. La thèse montre l'importance de tenir compte du salarié dans sa globalité pour évaluer sa santé psychologique / Giving meaning to one’s life, is giving an orientation, a direction to finding balance between professional life, private life and psychological health. This research therefore focuses on the psychological health and personal balance of Social workers in Gabon. The study aims at showing the influence of life domains (work and non-work), professional inductors (demands and control), psychosocial (support social) and individual (commitment and resilience) have on psychological well-being and the burnout. The work is based on three theoretical approaches namely: the Job Demands-Control model (Karasek, 1979), the Conservation of Resources theory (Hobfoll, 1989) and the Job Demands-Resources model (Bakker, Demerouti, De Boer, & Schaufeli, 2003). The results of this thesis show different links. Psychological demands and the two forms of conflict significantly influence psychological health. To cope with these requirements, employees have to adapt to different roles, but that is if they get necessary resources. These resources are social support (professional, organizational and extraprofessional), control and resilience. Moreover, work engagement is a value that allows workers to be able to reconcile their domains of life and reduce the harmful effects of professional tiredness. The thesis shows the importance of considering the salaried employee as a whole in the assessment of his psychological health

Le résumé en français n'a pas été communiqué par l'auteur. / Context-specific and employee-centred have emerged as two central perspectives to advance HRM research. Context-specific inquires the contextual antecedents and boundary conditions of HRM; employee-centred underlines the incorporation of employee experience, particularly employee well-being into HRM-performance models. The two perspectives extend the classic HRM-performance model into a multilevel model channelled via multiple processes. The present thesis aims to study Chinese HRM by integrating the context-specific and employee-centred perspective. It primarily consists of three papers: a systematic review on the HRM-performance link in the China-based literature (Chapter 2), a construct clarification on employee wellbeing (Chapter 3), and an empirical study on the detrimental effect of guanxi HRM (Chapter 4). By synthesising 52 survey studies, the review (Chapter 2) shows that the Chinese literature is following the West to embrace the context-specific and employee-centred perspective, but the former is less extensively addressed than the latter. This review contributes to the literature by providing a research map on empirical Chinese HRM research focusing on the context-specific and employee-centred perspective. Building on extant well-being models, the second paper (Chapter 3) substantiates employee wellbeing as an equilibrium of multiple dimensions: hedonic and eudaimonic well-being, individual and social well-being, and positive and negative affect. The qualitative and quantitative analyses based on a survey of 544 Chinese employees support the propositions except for the distinction between individual and social well-being. Drawing on basic psychological needs theory, the third paper (Chapter 4) postulates that guanxi HRM creates a detrimental environment that would frustrate employees’ basic psychological needs, and it would undermine employee well-being in sequence; reflecting on the Chinese context, it proposes that the value of perseverance would moderate the process from need frustration to employee well-being. The results based on a survey of 321 Chinese employees support the hypotheses except for the moderating effect of perseverance when employee well-being is operationalised as emotional exhaustion. The thesis contributes to the literature by integrating the context-specific and employee-centred perspective to study HRM in China. It has generated a research map on HRM-performance link, clarified the conceptualisation of employee well-being, and delineated the detrimental effect of guanxi HRM. The exploration invites researchers to contribute to the global HRM research base by addressing the context and paying due attention to employee well-being in China.